No one believes they are the problem on a jobsite. Not the young apprentice frustrated with a lack of understanding or the older site manager who failed to deliver instructions properly.
Workforce expectations are shifting faster than management styles can adapt. Contractors are building the same projects, but the people doing the work — and what they expect from leadership — are changing rapidly.
“We’re in a new era. We’re in a different time,” says Sydne Jacques, CEO of Next Level Leadership. “It is not weakness if we say we need to change.”
That challenge is becoming more urgent as workforce expectations continue to evolve. Millennials and Gen Z are expected to make up 74% of the workforce by 2030. For contractors, retention is becoming as important as recruitment.
Contractors can strengthen retention and culture by adapting approaches across generations.
“The next generation is not weaker. They are different. The older generation is not stuck. They are adapting.” — Kristin McMillan, Ironmark Building Company
WHY TECHNICAL SKILL IS NO LONGER ENOUGH
Construction rewards technical expertise and experience. Those qualities still matter, but they are no longer enough to lead modern crews effectively.
“We promote people because they’re good at the work, but then we don’t give them the leadership training they need in order to be successful,” Sydne explains.
Leaders today need more than technical expertise or authority. Emotional regulation, clear communication and self-discipline become increasingly important as younger workers value feedback in a positive workplace.
Kristina McMillan, Director of Business Development at Ironmark Building Company, points to retention as one of the clearest examples of where management approach directly impacts business performance. “We get people in and sell them on our environment, but we might not deliver on the environment we’re promising,” she shares.
That disconnect can be costly. Replacement costs for skilled employees can reach up to 200% of salary for specialized roles.
Leaders in the construction industry must evolve to meet the needs of a changing workforce.
BUILDING CAREERS, NOT JUST FILLING POSITIONS
Younger workers are looking for more than compensation alone; growth opportunities, mentorship, flexibility, meaningful work and a clear sense of impact all play a role in whether they stay.
“If you have an 18- or 20-year-old who wants to join your business, you need to define a path,” Kristina shares. “They need to know how they’re going to grow and support their family.”
Sydne recalls a young professional who planned to stay with her company long term because they showed them a future within the organization. That sense of progression often matters as much as pay.
Mentorship programs can strengthen retention by supporting younger workers early in their careers. Companies should create mentorship relationships outside direct reporting structures so that employees have another source of guidance.
Reverse mentoring, where experienced leaders learn from younger employees about technology and communication styles, is another opportunity to lead in this new era in which multiple generations work.
Younger employees are intentionally included in high-level discussions at Ironmark Building Company so that they feel comfortable contributing ideas and offering different perspectives.
“Sometimes they come in with a process or an idea that we had never thought of before just because they look at things differently,” Kristina says.
LEADING THE CREW IN FRONT OF YOU
Contractors cannot afford to lead today’s workforce with outdated assumptions about motivation, communication or workplace culture. The incoming generation is still willing to work hard, but leaders must demonstrate what strong communication and accountability look like in practice.
“The next generation is not weaker. They are different. The older generation is not stuck. They are adapting,” Kristina explains.
Sydne Jacques and Kristina McMillan shared these strategies at the CONEXPO-CON/AGG 2026 session Leading in a New Era. Watch the full session with On Demand Education Access from the CONEXPO-CON/AGG 2026 show.
PHOTO COURTESY CONEXPO-CON/AGG
